Client WHS Assessment - Community Services Sector

Title Page

Company name
Location
Type of business
Company representative (name and title)
Conducted on
Prepared by (name and title)

Introduction

Scope

Confidentiality Statement

In order to maintain the integrity and credibility of the risk analysis processes and to protect the parties involved, it is understood that MADEC and its representatives will not divulge to unauthorised persons any information obtained during this WHS Assessment unless legally obliged to do so.

Copyright 2023

All rights reserved. No part of this document may be reproduced or transmitted in any form by any means, electronic or mechanical, including photocopying and recording, or by an information storage or retrieval system, accept as may be permitted, in writing, by MADEC.

Hazard/Task Information for Job Safety Analysis (JSA)

If MADEC workers at the workplace are responsible for multiple jobs, a single consolidated Job Safety Analysis (JSA) can be used. However, for MADEC workers assigned to specific individual jobs, a separate JSA must be prepared for each of those jobs.

Client + Job Information

Client Name
Client Representative
Location of the job (list all worksite addresses this work will be performed at)
Workers' job title (note: ensure it reflects the work they will be performing)
Description of job
Work schedule
Will any MADEC workers be required to operate any equipment? e.g., vacuums
What qualifications, licenses, training and/or skills are required for the MADEC worker to safely perform their job?
Identify any vaccination requirements
Measles Mumps Rubella
Pertussis
Varicella
Hepatitis B
Influenza (for the current year)
COVID
Tuberculosis
Who should the worker raise health and safety issues with?
Will the worker be represented by a Health and Safety Representative (HSR)?

Work Appropriate Attire

Work-appropriate attire is clothing that is suitable for the nature of work, and is not necessarily PPE. They are the clothing requirements set by the host employer, however not for the purposes of managing health and safety risk. Identify below the required work-appropriate attire, and who will provide this.
Closed-toe shoes
Who will provide this clothing?
Long pants
Who will provide this clothing?
Long-sleeved shirts
Who will provide this clothing?
Other work appropriate attire. Note: list any other work appropriate attire and identify who will provide this clothing.

Personal Protective Equipment

Personal Protective Equipment worn by workers to reduce their risk of exposure to hazards.
Eye protection (e.g., goggles, glasses)
Who will provide this PPE?
Face shield (clear)
Who will provide this PPE?
Gloves i.e., required to manage health and safety risks to the worker
Who will provide this PPE?
Respiratory protection e.g., respirator, face masks
Who will provide this PPE?
Personal Duress Alarm
Who will provide this PPE?
Other personal protective equipment. Note: list any other PPE and identify who will provide this clothing.

Hazards associated with the Job

For any of the hazards that you select yes to, that cannot be validated in the Client WHS Assessment, create an action under the applicable hazard or refer to the corresponding action created in the Client WHS Assessment.
Manual tasks
Use of equipment and appliances (electrical)
Work-related fatigue
Hazardous chemicals
High Job Demand
Biological Hazards e.g., including bacteria, viruses, biological material (blood and bodily material)
Slips, trips and fall hazards
Working remote or isolated work
Slips, trips and falls
Aggression and violence
Driving
Can you identify any additional hazards to which your workers may be exposed?
Please specify what these hazards are.

Supervision

Which type of supervision will be provided to the worker? (Please select from the options or specify if another type is applied)
Direct Supervision: The supervisor is consistently present or nearby when the worker is performing their duties.
Periodic Supervision: The worker and supervisor meet at regular intervals (e.g., once a week) for updates and feedback.
On-call Supervision: The supervisor is available for guidance when specific situations or questions arise but does not regularly meet with the worker.
Peer Supervision: Another worker or a more experienced colleague provides oversight or guidance.
Remote Supervision: The worker is supervised via phone or video calls.
Who will be responsible for providing supervision to the worker? Please provide the role or name of the individual.

Injury / Illness Information

Have any injuries occurred in the past year? (note: this includes minor injuries)
What are the most common causes of injury/illness at your worksite?
Will MADEC labour hire/seasonal workers be working in the areas where there are high rates of injury/illness?
Describe these areas

WHS Systems & Processes - Mandatory Criteria

Is there a process in place to proactively identify hazards in the workplace e.g., regular workplace inspections, risk assessments, hazard reports, pre-start checks. TIP: Explain this process, and take a photo, or request a copy of completed workplace inspections, task risk assessments, hazard report form and/or pre-start check as evidence.
Do you have measures in place to protect workers from aggression and violence?
Please list all risk controls and protections provided to workers to safeguard them against aggression and violence while working.
Do you have a documented policy and procedure specifically for preventing and responding to workplace bullying?
Do you have a documented policy and procedure specifically for preventing and responding to sexual harassment?
Are there written safe work procedures/safe work method statements or other measures that describe how jobs should be done to ensure safety, and workers are instructed and trained on these? (Note: SWPs should be prepared for tasks such as safe use of cleaning chemicals, responding to aggression and violence, safe operation of equipment). TIP: view safe work procedures that are applicable to the work your workers will perform. Take a photo of these procedures or request copies.
Do the safe work procedures include visual aids to assist workers with literacy barriers and those from culturally and linguistically diverse backgrounds?
Is there a process in place to regularly (e.g., weekly/monthly) consult (talk and get feedback) with workers on health and safety? e.g. via team talks TIP: Explain this process, and take a photo, or request a copy of a completed team talk or meeting minutes where workers are involved in health and safety discussions as evidence.
Has an emergency plan has been prepared for the worksite and include response procedures for the different types of emergencies that could occur? TIP: take a photo of the site emergency plan, or explain in the notes the types of emergencies covered by the plan, and how this information is provided to workers.
Are workers provided with a site-specific WHS induction prior to commencing work? TIP: Explain how the induction is delivered to workers, and take a photo of the induction content and/or induction record identifying the content, or explain in the notes what is covered in the induction.
Explain how you check that the workers understand the information that has been provided to them.

Outcome

If you have answered “no” to any of the above mandatory criteria you must seek authorisation from CEO and/or the Relevant Leadership Team member before the placement of workers.
Is all mandatory WHS criteria satisfied?
- Yes, all mandatory WHS criteria is satisfied
- No, not all mandatory WHS criteria is satisfied
Report to MADEC labour hire senior leader for next steps.
Proceed with the Site Assessment

Validation of Risk Control Measures

Has the Client WHS Assessment identified adequate risk controls for all hazards identified in the JSA?
- Yes, the Client WHS Assessment has validated the risk controls for all hazards deemed relevant to the job in the JSA
- No, the Client WHS Assessment has not yet validated the risk controls for all hazards deemed relevant to the job in the JSA
Escalate to the Regional Manager for discussion with the WHS Consultant, HR Manager and/or Director Labour Hire.

Next Review

Next review date Note: the review date is 6 months from the date the assessment was completed.
Has the review been set as a reminder in the email calendar?
Schedule the review date on your email calendar. If you need assistance, please ask a MADEC team member.